Search results

In England and Wales, legislation pertaining to hate crime recognizes hostility based on racial identity, religious affiliation, sexual orientation, disability or transgender identity. Discussions abound as to whether this legislation should also recognize hostility based on gender or misogyny. Taking a socio-legal analysis, the chapter examines hate crime, gender-based victimization and misogyny alongside the impact of victim identity construction, access to justice and the international nature of gendered harm. The chapter provides a comprehensive investigation of gender-based victimization in relation to targeted hostility to assess the potential for its inclusion in hate crime legislation in England and Wales.

The purpose of this paper is to explore to what extent job, organizational, and personal characteristics independently contribute to the prediction of workplace victimization of local government employees in the Netherlands. The existence of interactions between personal and context (job and organizational) characteristics is also explored.

Structured survey data measured the frequency of victimization involving three types of incidents: verbal aggression; threats; and physical violence. Associations with job and personal factors and interaction effects were studied using bivariate and multivariate analyses.

Contact frequency, perceived work stress, and type of job held by local government employees are the strongest correlates of workplace aggression. Self-efficacy in employees’ conflict management skills shows an unexpected positive association with the level of experienced aggression, especially in organizations that have low levels of prevention measures.

Because of the cross-sectional design of the study, no definite causal conclusions can be drawn. Common-method bias in the measurements may have led to systematic bias.

This study presents an integrated model of correlates of public-initiated workplace aggression toward a population that is understudied: namely, local government employees. It also provides first insights into how job, organizational, and personal correlates of workplace victimization interact in this population.

The purpose of this paper is to provide a theoretical analysis of the pathways of female addicts within the Maltese context by highlighting the complex interrelatedness between substance abuse and victimisation. This paper proposes that female addiction and victimisation trajectories unfold in a non-linear fashion, heavily influenced by particular socio-psychological processes.

Guided by a career approach conceptual framework, this study was carried out through an in-depth exploration of the victimisation and addictive career trajectories of 12 women, who are either incarcerated or in a residential drug treatment facility. Data were gathered qualitatively through in-depth interviews and analysed using a grounded theory methodology.

The paper highlights how the victimisation and substance abuse trajectories of women initially unfold and develop over time. This includes an exploration of the strategies employed in order to negotiate gender-based victimisation experiences throughout their lifetime, such as through the development of a victim identity and the self-medication of trauma symptoms, a process that is facilitated by the influence of older, male peers. As the women’s addiction trajectories progress rapidly towards commitment, sex work and IPV feature and the victim identity is reinforced, motivating continued and increased drug use.

The paper includes implications for the development of a gender-responsive framework of intervention when working with women who were present for the treatment.

With a focus on women’s experiences, this study fills a lacuna within the literature by complementing and expanding upon quantitative analyses that examine these phenomena as distinct entities.

Employment law recognised the value of whistleblowing with the enactment of the Public Interest Disclosure Act 1998, protecting a ‘worker’ against dismissal and victimisation. Whistleblowers are particularly vulnerable in the gig economy as they may fall outside the statutory definition of ‘worker’ for the purposes of the whistleblowing legislation. This makes a study of whistleblowing in the gig economy pertinent. This chapter explores the statutory definition of ‘worker’ with regard to the current whistleblowing provisions and considers the barriers it presents for gig workers. Judicial interpretation of the definition is examined through an analysis of recent case law that shows much inconsistency and a conflict of judicial approach. The resulting blurred boundaries of the legal term leave a gig worker uncertain as to the level of their protection for blowing the whistle. The need for reform to protect individuals in a wide range of working relationships is clear. It is argued that the new EU Whistleblowing Directive, in protecting ‘work-related activity’, provides better protection for all whistleblowers. The role of human rights in extending the status of work is also advanced. Finally, the implications of developments in this area for key stakeholders in the gig economy are considered highlighting the importance of creative new approaches to give voice to all workers.

This study aims to develop a unified theoretical framework that presents a cohesive picture of workplace cyberbullying to better understand the interplay between cyberbullying, its effects on organizations and organizational controls enacted to contain these effects.

The study conducts a theoretical review of the workplace cyberbullying literature between 2005 and 2021 drawing upon existing literature and two important theories, the routine activities theory and control theory. The final sample of 54 empirical papers represents a comprehensive body of literature on cyberbullying published across various disciplines.

A theoretical model of workplace cyberbullying is developed, which highlights major antecedents to workplace cyberbullying and its impact on individual employees as well as organizations.

As firms increasingly rely on information and communication technologies (ICTs), the misuse of ICTs in the form of cyberbullying is also increasing. Workplace cyberbullying severely hurts an organization’s employees and compromises the efficacy of its information systems. Fortunately, various controls can be utilized by firms to minimize workplace cyberbullying and its attendant costs. In all, eleven propositions are offered, providing a robust agenda for future research. The authors also offer insights for practitioners on how to minimize cyberbullying in the workplace and its damaging effects.

The aim of this chapter is to apply a Feminist Social Constructionist (FSC) epistemological stance to the analysis of the literature on sexual harassment and aggression in the workplace. Research demonstrates that institutions and their policies are ineffective in addressing sexual harassment and that, for the most part, perpetrators are not sanctioned. This chapter deconstructs the ways in which Canadian policies and systemic variables serve to silence victims of workplace abuse and, consequently, protect perpetrators. To this end, we review the definition, legislation and policies related to sexual harassment. Next, factors that lead to risk, reporting and silencing are assessed. As well, organizational responses are analysed to identify institutional factors that result in creating environments that serve to perpetuate sexism, and the resulting victimization of workers with little to no change in the number of perpetrators being implicated.

Explains that although scholars acquainted with better methods and newer theories have explored the influences on workers’ decision to join or not to join the unions, little systematic research has been conducted on this subject in relation to Indian industrial workers. Presents a study based on data collected from five large Indian organizations. Reveals that, compared with other variables, age, skill, upbringing, background, wage structure, constraints of wedlock, political involvement, job dissatisfaction, satisfaction with supervisory behaviour, aspiration for promotion, and desire to participate in decision making help shape the pro‐union or anti‐union attitude of workers. While economic and protective motives appeal much to workers in joining unions, dissatisfaction with the unions and their leaders, and fear of victimization, keep a large number of non‐members away from unions. Provides a review of research on this issue and attempts to distil, from the study results, insights and implications of practical relevance to unions, union leaders and management. Puts forth future research priorities in the area.

Radical feminists position any forms of sex work as gender violence against individuals and more broadly for all women in society. I argue against the ideological stance that sex work is inherently violent and as a result should be outlawed, setting out how this ideology and dogma has allowed structural factors to persist. In this paper, I argue that despite the unacceptable high levels of violence against sex workers across the globe, violence in sex work is not inevitable. Through a review of the literature as well as drawing on research from the United Kingdom, I deconstruct the myth of inevitable violence. In turn I argue that violence is dependent on three dynamics. First, environment: spaces in which sex work happens has an intrinsic bearing on the safety of those who work there. Second, the relationship to the state: how prostitution is governed in any one jurisdiction and the treatment of violence against sex workers by the police and judicial system dictates the very organization of the sex industry and the regulation, health and safety of the sex work communities. Third, I argue that social status and stigma have significant effects on societal attitudes toward sex workers and how they are treated. It is because of these interlocking structural, cultural, legal, and social dynamics that violence exists and therefore it is these exact dynamics that hold the solutions to preventing violence against sex workers. Toward the end of the paper, I examine the UK’s “Merseyside model” whereby police treat violence against sex workers as a hate crime. It is in these examples of innovative practice despite a national and international criminalization agenda against sex workers, that human rights against a sexual minority group can be upheld.

To date, there is a gap in the literature exploring the perceptions and experiences of law enforcement regarding enforcement of online and offline prostitution. The purpose of this paper is to investigate the perceptions of law enforcement in the USA regarding the safety and mobility of individuals who prostitute online compared to those who sell sexual services offline. The next section will explain the methodology of the exploratory study, including the method of original data collection.

All police departments in the USA located in a jurisdiction of 50,000 people or more were requested participation in the study (n=689). Respondents were sent an initial mailing of a cover letter and survey, followed by an e-mail reminder and a second mailing of a cover letter and survey. Individual respondents were asked questions about their own perceptions of behaviors and lifestyles of offline vs online prostitutes.

The majority of law enforcement respondents did not feel as if online prostitutes were safer compared to offline prostitutes. However, the majority of respondents did believe that online prostitutes are afforded a better lifestyle and are more mobile.

The majority of the respondents were from the Northeast and Southwest may mean that their perceptions could be different from those that are not located within either region. In addition, since almost 80 percent of the agencies were in a jurisdiction with a population between 50,000 and 249,000, this too may have influenced their perceptions. Law enforcement in a smaller or larger area may have felt differently or have had different experiences to report.

This study is very unique as to date, another study with the same methodology and question content was not found.

The purpose of this paper is to fill a research and literature gap by examining the nature and impact of hate crime victimisation on police officers, and their responses to it. The research explores victimisation due to the occupational stigma of policing and the personal characteristics and identities of individual officers.

The research design is qualitative, based on 20 in-depth interviews with police officers in one English police force. Thematic analysis was applied to the data.

All participants had experienced hate crime arising from their occupational or personal identities. Initially shocked, officers became desensitized and responded in different ways. These include tolerating and accepting hate crime but also challenging it through communication and the force of law.

This research is based on a small sample. It does not claim to be representative but it is exploratory, aiming to stimulate debate and further research on a contemporary policing issue.

If further research works were to confirm these findings, there are implications for police training, officer welfare and support, supervision and leadership.

The police occupy a problematic position within hate crime literature and UK legislation. This paper opens up debate on an under-researched area and presents the first published study of the hate crime experiences of police officers.